Session 5: Training Need Assessment

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Most important Learning from previous session!

2
 If anybody comes in
between you and your
dreams, tell him

GO TO HELL !

3
 Be Compassionate !
In the pursuit of achieving
your dreams do not trample
on other people’s dreams.
If possible help them
achieve their dreams.

4
L&D – The Internal Marketing perspective

Employee Immediate manager

Undergo Training Provides employee bandwidth
Long term performance support Immediate performance

Top management Customers

Provides commitment & resources Ultimate evaluator of training
Long term firm sustenance Best product or service

Four Key Stakeholders 5

 Involve the stakeholders at all stages

DESIGN DELIVERY EVALUATION

IDEAS, SUGGESTIONS PARTICIPATION, FEEDBACK PERFORMANCE, OPPORTUNITY

IMPROVE
MAKE CHANGES 6
 L&D – The Change Management Perspective
Power
Imbalance

Informal
Organization

Task Formal
Task Loss of
Redefinition Arrangements Control
Challenges

Individual

Resistance
to change
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What could be the various reasons of Training?

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 Reasons of Training
• Skill gaps
• Poor performance
• New Technology / New Product
• New Job
• Workflow Redesign
• Higher Performance Standards
• Customer Dissatisfaction
• Improve Quality / Reduce Defects
• Legislation

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How should we assess training needs?

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NEEDS ANALYSIS FRAMEWORK

Organizational
Analysis

Task Person
Analysis Analysis

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 Organizational Analysis

Company’s strategic direction Resources available for training

(buy vs. build)

Support by managers and employees

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 Person Characteristics

• Basic Skills
• Cognitive Ability
• Verbal comprehension
• Quantitative ability
• Reasoning ability
• Self Efficacy
• Awareness of Training Needs &
Career goals
• Age and Generation (Memory,
Experience)

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 Other factors impacting Person Analysis

Input Output
• Situational Constraints • Expectations from learning
• Tools, budget, time • Expectations about
• Social Support performance

Consequences Feedback
• External - Incentives • Timely
• Internal – Career • Specific
motivation • Detailed
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 Task Analysis
• Break down of job into tasks to be performed.
Task Description Importance Frequency Difficulty
How critical is How often do Does it require
the task for you perform the extensive experience
effective task or training
performance
1 Understand product
attributes
2 Communication with
customer
3 Punch daily sales in
the system
4 Credit collection
from the market 15
Knowledge, Skills, Ability, Others (KSAOs)

Knowledge Ability
Understanding of concepts Innate traits or talents

KSAOs

Skill Others
Proficiencies developed Conditions, equipment use,
through training/experience deadlines, safety

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 Ek gilahari, Anek
gilhariyan!
Ek ppt, Anek pptiyan!

How should an
ideal MBA
class be
structured!

Group Skits
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